Monday, January 27, 2014

It is clear that we are in a period of
time, which is called ‘transition’, the process or a period of changing from one
state or condition to another. We are coming out of the Industrial Age
(characterized by efficiency, repetition and thus standardization – building a
‘system of sameness’ in every aspect of life) into a new age, which some people
call the Information Age. I am not sure about that name, Information Age, as I
see information as, the enabler, rather than the purpose and intention in
itself. I would like to call it the Age of Connection (characterized by
creation, contribution and thus participation – building a ‘universe of
uniqueness’), to be truly connected with ourselves, with others, animals and
with nature.

But we are not there yet; we are really in
this no man’s land, this limbo.

Some of the symptoms of this transition
are:

-High levels of stress and burn-out

-Feelings of uncertainty,
anxiety and discontentment have increased

-1% of the people own the wealth
in the world

-Ten mega corporations control
the output of almost everything you buy; from household products to pet food to
jeans

-Crises in may areas (economic,
financial, climate change, poverty) are not being solved

-Unemployment, especially for
young people, is still increasing

-Huge distrust in governments
and Corporations

-Education doesn’t meet the
market’s needs

-Discrimination (gender, age,
race) is still alive

These symptoms indicate that applying the
old rules of the Industrial Age to the new game of the Connection Age is not
working!

Therefor we need to create,learn and apply the rules of this new game.
Instead of focusing what doesn’t work anymore, we need to build new ways of
living and working, together.

So, how does this look? Here are some
perspectives on the old and new paradigms of living and working.

LIVING, The Basics:

In the old society people are seen
as customers, only. The essential promise of a consumer society is that
satisfaction can be purchased. People have taken their identity from their
capacity to purchase. Dissatisfaction is promoted as the basis for higher
levels of consumption and production. The environment, nature is also being
used as something, which can be ‘consumed’ in the process. A top-down,
broadcasting approach is applied in most sectors of society. People are treated
as passive recipients. Countries and companies are the main powers.

In the new society, people are seen
as citizens, who collectively share the ownership of the wellbeing of everyone
and every thing/being in society. Caring and sharing are the norm.Each citizen is valued for his/her specific
strengths and is encouraged to play an active role. The environment, nature is
treated as a living organism, which is essential for our wellbeing and
survival. People are treated as active contributors. Communities, cities and
cyberspace are the main powers.

Paradigms - living

Industrial Age

Connection Age

Education

The focus is on memorizing,
passing tests and compliance

Lifelong learning is the norm. The focus is on developing
talents and especially creativity and critical thinking.

Transport

The car is the standard, which the
infrastructure is supporting.

Public transport is the norm.

Healthcare

Focus on illnesses and treatments.
The body is seen as a separate from the mind.

In the old economy, people are used,
like parts in a machine, which should also generate a ROI. The name ‘Human
Resources’ illustrates this. The focus is on repetitive execution and
implementation, while increasing efficiency and minimizing risks and faults.
Standardization (a ‘system of sameness’) is the main tool to accomplish this.
The leaders determine what the employees should do. The creative powers of
employees are not appreciated.The
environment is utilized, like any other resource. Sustainability is hardly
integrated in pricing and supply-chain policies.

The employees are either experts or
managers., within a certain domain/silo. Careers are the norm, from the start
until retirement.

In the new economy, people are
valued for their thinking powers and unique contributions. The name ‘Partners’
will be extended to all stakeholders, including (former) employees. The focus
is on fulfilling the individual and collective purpose of the organization,
while fully using the creativity and ingenuity of all people. A custom approach
(appreciating a ‘universe of uniqueness’) both towards people and processes, is
the norm. Learning from failures is understood to be an inherent part of
learning. Creativity and innovation are mainstream activities. The environment
is a precious and limited resource. Sustainability is fully integrated in all
business practices.

The partners are experts, generalists
and/or intrapreneurs, across all domains. Most work is project-based and has no
geographical limitation.

Paradigms - working

Industrial Age

Connection Age

Purpose

To make as much profit as possible

There is meaning, a purpose in the organization and in the
work itself

Work Definition

Work is performance only; work
equals doing

Work is performance, learning and
enjoyment; Work equals doing and being

Position

Managers are more valuable than employees

Everyone’s specialties are
valuable

Knowledge

Managers have more experience and
knowhow thanemployees

Knowledge is more important than
position

Management Style

Managersgive commands to employees on what, when
and how to accomplish goals. Managers control employees

Managers coach their
employeesas and when asked for.
Employees determine how they will reach their goals. Employees are given
responsibility and trust.

Employees

All employees have the same needs
and behave in the same manner

Employees have different needs,
especially per generation

Customers

Product out. Transaction focused

Needs driven. Life time value

Change

Managers determine what needs to
be changed and drive change top down

There is a collective ownership
and understanding of change

Performance Measurement

Managers measure the performance
of employees; focus is on weaknesses and presence

Managers, team members and peers
measure the performance of employees; focus is on strengths and merit

Rewards

People are only interested in
their salary

Employees want more than a great
salary.They are interested in having
a more fulfilled life, less stress, and more decision-making authority within
their job

Metrics

Mainly financial; profit and
shareholder value

People, planet, profit and
stakeholder value

R&D

This is so crucial, that all has
to be done inhouse

This critical activity needs
external resources as well

Culture

Everyone should behave in the same
way according to the culture

There is respect for each other’s
difference. Ethics is the cornerstone.

Hiring

People are hired, based upon past job experience and fit
into current job description

People are hired, based upon organizational and personal
match of mission/vision/values, what their passion is and how they can
contribute to organizational goals.

Workplace

The standard workplace is defined by managers

Employees define/design their own workplace

Working Hours

9-5, 40 hours per week, on-site

Defined by employees, based upon goals achievement, on-site
or remote/mobile

Procedures

Procedures are mandatory

There are clear ‘rules of engagement’, rule 1= use your
common sense

Workload

You have to be busy continuously

There is enough time for fun and relaxing, which generates
new ideas as well

Training

There is limited room for
professional development

If people grow (professionally and personally), the
business grows

Promotion

You grow within a functional silo

You grow based upon results and added value

Job Titles

You work according to your job description

You work according to your (various) roles and goals

Information

Info is distributed according to your position

Info is distributed according to your needs

Retirement

After you are 65 years old

When you want to use the funds

Clothing

Your appearance should be in line with company rules

Your appearance is in line with your personal preferences.

And now?

Once, we know that we are in this
transition; it is key to focus all our talents, strengths and values to create
a new society, which is aligned with the basics of the Connection Age.

The main place to start is to connect with
likeminded people in your (local and global) community, and to have dialogues (online and in real life - IRL) about these
new paradigms of living and working!!

The Connection Age Manifesto (see below)
can serve as a guideline for this conversation.

“Newness is needed, everywhere! Past performance is no
guarantee of future returns.”

Arnold Beekes

“The
Connection Age Manifesto"

-21st
century living and working-

Living

üI love myself first and foremost.
Then I also love others, animals and nature. We are connected, always.

üI continuously develop my
strengths and I only see strengths in others.

üLifelong learning is the essential
food for my brain and for my contribution to the wellbeing of society.

üI can change every aspect of
myself, if I want to do that. Other people can choose to change themselves.

üI am a traveller in the journey of
my life, so everything and everyone is dynamic. My passions, my interests, and
my strengths continuously change.

üI am responsible for my own health
and happiness.

üI take care of the earth.
Sustainability is integrated in every aspect of my life.

üI have a solutions-mindset: I
actively contribute to a caring community. Creativity is my birthright.

Working

üI work where my passion, my
strengths and the market’s needs, meet.

üGeneralists connect the dots,
whereas specialists contribute their parts of the solution.

üCollaboration makes competition
obsolete.

üWork always involves caring for
others, animals and nature.

üOrganizations and technology are
facilitating the blossoming of the contributing individuals.

üEveryone is encouraged to
participate. Everyone is unique and contributes, accordingly.

üWork is fulfilling and rewarding,
so I only retire if I want to.

üMy work has a positive impact,
anywhere, anytime - as we are always connected.